Have You Created Your Individual Development Plan?

4 Minute Read

If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.

They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.

Executives are the Reason Development Efforts Fail

Company Culture, Leadership, Retaining Employees, TrainingAugust 9, 2019commitment, development efforts, executives, fail, problem-solving, staying involved, what employees needComment

The Importance of Developing High Potentials

Transforming the Employee Evaluation

Do You Need an Executive Coach?

Change, Company Culture, Leadership, StrategyJuly 3, 2019ceo, coach, executive, executive coach, executive coaching, executive coaching and leadership development, executive coaching session, leadership, outside perspective, status quo, TrustComment

How to Save your Workforce

3 Minute Read

You’re about to lose 40% of your workforce. Yep, we said it. That’s awfully close to HALF! Over recent years, we’ve seen many Baby Boomers retire. Waved goodbye as they took their knowledge and expertise out the door with them. As of December 2018, 39.2% of people in the US workforce were aged 55 or older. Traditionally, most people retire in their early to mid-60s. So what does this say for your company in the next 5-10 years?

5 Ways to Give Back Now!

Company Culture, Motivation, Our ThoughtsMay 29, 2019charity, community, giving, network, nonprofit, not-for-profit, philanthropy, talent, time, treasure, voiceComment

Managers vs. Leaders – BORRRRING!!

5 Minute Read

Let’s guess what you’re thinking. Probably something along the lines of: “Another article about what it means to be a leader, even if you don’t manage anyone.” And you’ll probably move on or delete this as your eyes roll to the back of your head. But wait! Keep reading…

This topic has been a hot one for a while. If you search for it on Google, you will get about 35,800,000 results (at least that’s what we got). There are more pictures than you can count of a leader helping push people up a mountain, while a manager steps on heads to make it to the top first. And the memes? Don’t get us started.Alongside all that, you’ll see articles: “3 Differences between Managers & Leaders,” “Leaders vs Managers: Which Are You?,” “Want to Be a Leader Not a Manager?” and so on.

How to hold people accountable without ruining relationships.

4 Minute Read

Picture this scenario: People at work are unengaged. You can feel your direct reports whispering about you around the water cooler. Sometimes you feel walked on. And your team thinks that they can get away with anything…because you won’t do anything about it. Does any of this sound familiar?

Having crucial conversations with your team is hard. We know our employees have good intentions. But sometimes, they make mistakes, or we need to correct performance issues. And holding them accountable for missing the mark can be extremely uncomfortable.